Team Growth
How I approach growing a multi-functional team.
Closing gaps
in team competencies
Identifying gaps in your managers’ and individual contributors’ skillset will help to grow your team. It encourages employee, team, and departmental growth —a rising tide lifts all boats.
I use competency assessments to amplify what skills I need to train for and what skills I need to hire to round out my team.
Image of our team’s Competency Assessment — aka, “Skills Pie” — hanging on the outside of my office wall.
1. Start with a clean slate
Each team member starts with a blank diagram to self-evaluate where they think they fall, skill-wise, on the competencies provided. Starting with where I have zero experience to “I feel comfortable leading a conference talk on the subject.”
We also used the Double Diamond as the team’s design process. In this section, each person would phase where they fill the most skilled; discover, define, design (develop), or deliver.
2. Provide Context
In this instance, the team collaborated on what makes a well-rounded team and tried to answer, “How might we become the best team we can be?” Compentencies were identified, defined, and sorted.
3. Take Shape
After completing their assessment, we will discuss the results as a team. People would naturally pair with others to augment their competencies. I merge the assessments to identify skill gaps within the department to help surface hiring or employee growth opportunities.
This graph also aids in advocating for your team’s growth when speaking to executive leadership later in the process.
4. Analyze Results
For a granular review and team discussion, I average the results to hone in on where we need to mature as a department. Paired with the employee’s interest level in a competency, this helps set clear expectations for promotion or skills training in an internal team.
Creating
Remodeling an under-used space into a collaborative space with floor-to-ceiling whiteboards and furniture on wheels.
